Keeping the teams on target is one of the most essential skills to succeed in business. However, it is also something a lot of companies struggle with. There are many reasons why teams fail to reach their goal such as the employees get distracted, lose focus, have too many responsibilities, become unproductive and more. And, when the team is not on target, it leads to missed deadlines, customer dissatisfaction and disengaged workforce. The stress and deterioration in the work atmosphere that come along only contribute to business failure. Keeping a team focussed and on target is crucial and needs to be taken care of. Employers often feel that all their employees are doing is showing up in the office just for the paychecks. However, the good news is that managers and leaders can turn them around to align them with the company’s vision and mission. When the employees believe in and like what they do, their motivation maximizes and they give their best.
A team is much more than just a group of people and hence there is a significant difference between group thinking and team thinking. The times have changed and so have the approaches to business solutions. Team building has gained a lot of emphases lately and managers are putting significant efforts to harness the potential of individuals and channelize them towards achieving a common objective. One of the major responsibilities of managers or team leaders today, while building a high-performing team, is to inculcate and encourage team-thinking to facilitate better decisions and results. Team thinking is essentially collaborative thinking, focussed on a common goal, where every member of the team is willing to listen carefully and consider views and options for making the best decision for clients, organization, and individuals.
Candidate experience is the new buzzword these days that has captured the attention of human resources professionals. Lately, organizations have realized that candidate experience is as important as employee experience, and helps a great deal in employer branding. In this technology driven world, both current and prospective employees are well connected and social media plays a crucial role in forming the perspectives of people. When candidates have bad experiences during the hiring process, they tell others about it. And, even worse, some of them write about their experiences on websites like Glassdoor, changing the perspectives of a whole lot of prospective candidates. Once people form a bad opinion about your organization, it’s hard to reverse it. A study revealed that 70% of graduates lose interest in an organization if they read about a candidate’s bad experience. Also, majority of candidates do not reconsider an organization, even years later, just because they had a bad experience in the past.
Hiring a manager for your company isn’t enough. You need a great manager that can bring out the best in your employees, and motivate and empower them to achieve the company as well as professional goals. However, hiring a great manager isn’t always an easy task. On the other hand, an inefficient manager could lead to misunderstandings and miscommunications among employees which could be disastrous for your organization. No matter what industry you belong to and regardless of the size of your company, a great manager is an absolute necessity. There are a few traits that distinguish a great manager from others and while appointing a manager, you need to carefully analyze if your prospective candidate possesses those traits or not.
Flexible work arrangements are getting popular day by day. Employers have realized that providing flexibility in work arrangement helps in attracting better quality resources, reducing absenteeism, increasing engagement and reducing turnover. Organizations, these days are opting for different types of flexible work arrangements like variable schedules, part time work, and telecommuting. However, along with the plethora of benefits, flexible work arrangements also come with a few issues. There still lies a stigma around flexibility and many believe that people working with flexible work arrangements are neither productive nor helpful. This implies that when organizational leaders implement flexible working arrangements, there often is a gap between what has been instructed and how the everyday work is being carried out. On the other hand, many employees also feel that they have access to fewer growth opportunities when they take up flexible work arrangements. Flexible work arrangements need to be handled strategically so that the organizations can reap the benefits.